Th-SYM-1491-2 - On the Association between Perceived Employability and Performance: Directionality, Underlying Mechanisms and Conditions

Track:
Employability
What:
Symposium
When:
1 hour
Where:
O'Connor Theatre
Discussion:
0
Employment relations
Employability
Th-SYM-1491-2
On the Association between Perceived Employability and Performance: Directionality, Underlying Mechanisms and Conditions
K. Phillippaers 1,*, N. De Cuyper 1, A. Forrier 2
1Organizational and Personnel Psychology, 2Human Resource Management, KU Leuven, Leuven, Belgium
 
Main Abstract Content: Purpose – Perceived employability (PE; i.e., employees’ perceived chance to finding new employment elsewhere) has become key in a dynamic labor market context that requires flexibility from employees and employers. In this context, PE has been advanced as an asset to employers in terms of enhanced employee performance. Yet, empirical inquiry into – and thus support for – this idea lags behind. Accordingly, the current contribution aims to unravel the relationship between PE and performance: It probes whether (i.e., with which directionality), why (i.e., through which mechanisms) and when (i.e., upon which conditions) PE relates to performance.
Design – Four studies were conducted within different organizations and sectors in Flanders (i.e., the Dutch-speaking part of Belgium). Different designs (i.e., cross-sectional and repeated-measures survey; experimental research) and analytical techniques (i.e., varying from ANOVA to SEM) were applied.
Results – Across all studies, we showed a directionality from PE to performance rather than vice versa (cf., whether). Moreover, this relationship was overall positive and particularly evident through higher levels of commitment (cf., why): Higher PE coincided with higher affective organizational commitment and thus performance. Nevertheless, this positive relationship weakened upon experiencing unfair treatment by the employer (cf., when).
Limitations – Potential limitations include the high reliance on self-reports and limited generalizability across cultural contexts.
Implications – PE represents a win for employers as it may boost employee performance. Employers should, however, invest in treating their employees fairly.
Originality – This contribution informs employability research by providing a systematic analysis of the directionality, nature and underlying mechanisms of, and conditions to, the PE-performance relationship.
 
 
 
 
 

 
 

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